Measure your candidates on job skills, personality and fit
34 science-backed tests, scored automatically. Search the library or filter by skill category.
Personality & behavior
12 tests16 Personality Types Test
The 16 Personality Types Test reveals how a candidate prefers to communicate, take in information, make decisions, and organize their work. Candidates receive a four-letter type built from four preference spectrums, giving hiring teams a shared language for collaboration, onboarding, and team dynamics.
Big 5 (OCEAN) Personality Test
The Big 5 (OCEAN) test gives you insight into how a candidate behaves at work, how they relate to others, and where their natural strengths lie. It measures candidates on the five research-backed personality dimensions: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
Business Ethics and Compliance Test
The Business Ethics and Compliance Test shows you how candidates handle the gray areas of working life: vendor gifts, conflicts of interest, pressure to bend numbers, sensitive data, and disrespectful behavior. Through 20 realistic scenarios, it scores four dimensions of practical ethical judgment so you can hire people who do the right thing when nobody is watching.
DISC Personality Test
The DISC Personality Test shows you how a candidate prefers to communicate, make decisions, and handle pace and pressure at work. It measures four behavioral dimensions, Dominance, Influence, Steadiness, and Conscientiousness, giving you a clear, practical picture of working style before the interview.
Emotional Intelligence Test
The Emotional Intelligence Test shows you how a candidate handles the human side of work: pressure, feedback, conflict, and collaboration. Through 24 realistic workplace scenarios, it scores four EQ domains, self-awareness, self-management, social awareness, and relationship management, so you can predict behavior, not just skills.
Enneagram Test
The Enneagram test maps a person to one of nine personality types, each defined by a core motivation, what drives them, what they avoid, and how they show up under pressure. Results include a primary type and a wing, giving teams a shared language for understanding working styles and communicating better.
Integrity & Reliability Test
The Integrity & Reliability Test shows how a candidate approaches honesty, rules, commitments, and responsibility at work. It measures four dimensions, honesty and ethics, rule adherence, dependability, and accountability, to flag strengths and interview topics before you hire.
Leadership & People Management Test
The Leadership & People Management test shows you how a candidate would actually manage: how they delegate, coach, decide under pressure, and keep a team motivated. Candidates work through 24 realistic scenarios, and their choices reveal management judgment that a resume cannot.
Remote Team Management Test
The Remote Team Management Test shows you how a candidate would actually lead a distributed team. Through 20 realistic scenarios it measures async and written communication, trust and outcome-based accountability, inclusion across time zones and cultures, and wellbeing and burnout prevention.
Store First-Line Management Test
The Store First-Line Management Test shows you how a candidate would actually run a store: covering an understaffed weekend, handling suspected shrinkage, defusing floor conflict, and briefing head office. Twenty situational judgment scenarios score four competencies so you can promote and hire shift leaders on evidence, not tenure.
Time Management Test
The Time Management Test shows you how a candidate handles competing deadlines, interruptions, and packed calendars. Through 20 realistic workplace scenarios, it scores four practical skills, prioritization, planning and estimation, execution and focus, and reflection and communication, so you can predict how they will actually run their week.
Work Motivation Test
The Work Motivation Test shows you what actually energizes a candidate at work. It measures eight motivation drivers, Achievement, Autonomy, Affiliation, Security, Recognition, Purpose, Growth, and Reward, and ranks the top three, so you can match people to roles and cultures where they will stay engaged.
Cognitive & aptitude
6 testsAttention to Detail Test
The Attention to Detail Test shows you how carefully a candidate reads, checks, and verifies textual information. It measures four practical skills: matching strings against a reference, comparing records, checking that document fields agree, and spotting errors and omissions in text and data.
Basic Math Calculations Test
The Basic Math Calculations Test checks whether candidates can handle the everyday numbers a job throws at them: totaling invoices, splitting stock into boxes, applying discounts, and reasoning through short word problems. It gives you a fast, fair read on practical numeracy before you invest interview time.
Critical Thinking Test
The Critical Thinking Test shows you whether a candidate can reason rigorously under time pressure. Across 24 questions it measures deduction with syllogisms, sound inference from business passages, recognition of hidden assumptions and fallacies, and the ability to judge which evidence strengthens or weakens a claim.
Numerical Reasoning Test
The Numerical Reasoning Test shows you how confidently a candidate works with numbers under time pressure. It measures four practical skills: ratios and percentages, number series and patterns, reading data tables, and applying arithmetic to everyday business problems.
Problem Solving Test
The Problem Solving test shows you how a candidate handles the small structured problems that fill a real workday: fitting meetings around constraints, choosing options from data, applying prioritization rules, and reasoning through short puzzles. Every question has exactly one correct answer, so scores are objective and easy to compare.
Verbal Reasoning Test
The Verbal Reasoning Test measures how accurately a candidate understands written information and how soundly they reason from it. Across 24 questions it covers reading comprehension, analogies, true/false/cannot-say inference, and logical deduction, using realistic workplace passages such as policies, emails, and reports.
Communication
2 testsCommunication (Intermediate) Test
The Communication (Intermediate) Test shows you how a candidate communicates when the stakes are professional: briefing executives, steering meetings back on track, delivering bad news to clients, and keeping cross-team threads productive. Twenty situational judgment scenarios measure written, verbal, stakeholder, and listening skills at the level real jobs demand.
Communication Test
The Communication Test shows you how a candidate actually communicates at work: how clearly they write, how carefully they listen, how reliably they confirm understanding, and how considerately they handle tone and timing. Through 20 realistic entry-level scenarios, it scores four dimensions so you can hire people who keep customers and colleagues on the same page.
Office & admin
7 testsAdministrative Assistant Test
The Administrative Assistant Test shows you how a candidate handles the daily realities of admin work: calendar conflicts, gatekeeping calls, travel disruptions, confidential documents, and competing executive requests. Twenty realistic scenarios score four skill areas, communication, organization, attention to detail, and judgment, so you shortlist people who can truly run an office.
Digital Agility Test
The Digital Agility Test shows you how a candidate behaves when technology changes around them: a new CRM lands, an AI assistant produces a wrong answer, a shared document forks into conflicting versions. Through 20 realistic scenarios it scores four dimensions, adopting new tools and AI, digital problem-solving, leading digital change, and digital collaboration.
Executive Assistant Test
The Executive Assistant Test shows you how a candidate performs when the stakes are executive-level: board meetings, confidential deals, competing C-suite demands, and correspondence that carries the CEO's name. Twenty situational judgment scenarios score four dimensions, giving you evidence of senior judgment before the interview.
Front Desk Receptionist Test
The Front Desk Receptionist Test shows you how a candidate will actually perform when the lobby gets busy. Through 20 realistic scenarios, from angry visitors to double-booked rooms, it scores customer service, multitasking under pressure, clear communication, and practical problem-solving, so you can hire the person who keeps the desk calm.
Google Sheets Test
The Google Sheets Test checks whether candidates can actually work in shared spreadsheets: calculating with SUM, SUMIF, and COUNTIF, cleaning text with TRIM and SPLIT, choosing the right charts and filter views, and collaborating safely with sharing roles, version history, and cross-file functions like IMPORTRANGE.
Microsoft Excel Test
The Microsoft Excel Test checks whether candidates can actually work in a spreadsheet: navigating worksheets, sorting and filtering tables, keeping data clean, and predicting what formulas like VLOOKUP, SUMIF, and IF return. Twenty practical questions separate genuine Excel users from resume keyword matches.
Microsoft Word Test
The Microsoft Word Test shows you which candidates can genuinely produce professional documents, not just type into a blank page. In 20 questions it checks document management, basic formatting, advanced layout, and collaborative editing skills, from applying styles and section breaks to running a mail merge and cleaning up tracked changes.
Sales
2 testsRetail Sales Test
The Retail Sales Test shows you how a candidate will actually behave on the shop floor. Through 20 realistic scenarios, from browsing customers to price objections and returns, it scores personal communication, needs assessment, practical product knowledge, and relationship building, so you can hire associates who sell and keep customers coming back.
Sales Aptitude Test
The Sales Aptitude Test shows you how a candidate actually sells before you put them in front of customers. Through 20 realistic B2B and B2C scenarios, it scores relationship building, sales techniques and strategy, objection handling, and adaptability, so you can hire on demonstrated judgment instead of interview confidence.
HR
1 testsHR Fundamentals Test
The HR Fundamentals Test checks whether a candidate has the practical working knowledge every HR generalist needs: handling employee concerns fairly, running structured hiring processes, keeping HR systems and data clean, and reading the people metrics that matter to the business, all in a quick 10-minute screen.
Finance & accounting
2 testsAccounts Payable Test
The Accounts Payable Test shows you whether a candidate can actually run the payables desk: matching invoices to purchase orders and receipts, posting correct debits and credits, catching duplicates and arithmetic errors, and reconciling vendor statements. Twenty multiple-choice questions deliver a practical skill signal in ten minutes.
Accounts Receivable Test
The Accounts Receivable Test shows you whether a candidate can actually run an AR desk: raise accurate invoices, read aging reports, post the right debits and credits, chase disputes properly, and reconcile the subledger to the ledger. Twenty focused questions cover the daily realities of receivables work.
Hospitality & frontline
1 testsRestaurant Management Test
The Restaurant Management Test shows you how a candidate would actually run a restaurant: covering a no-show chef, recovering an angry table, handling a surprise health inspection, and stopping food cost creep. Twenty realistic scenarios score four dimensions: staff culture and scheduling, guest experience, food safety and standards, and cost and financial management.
Operations
1 testsShift Coordination Test
The Shift Coordination Test shows you how a candidate would actually run a shift when things go wrong: sick calls before a peak, machines failing mid-run, vague handover notes, and overtime disputes. Twenty situational judgment scenarios score four skills, planning, handovers, live problem-solving, and team fairness.